Job Description For ()
Positions within Baylor University exist to support the mission, which is to educate men and women for worldwide leadership and service by integrating academic excellence and Christian commitment within a caring community.
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Associate Director for Resident Learning
This job specifically supports the mission of the University by providing leadership within the Department of Campus Living & Learning for student staff recruitment, training, and advising. The Department employs 300+ student staff, including Community Leaders and Office Assistants; which require significant recruitment and training processes. The Senior Coordinator would be responsible for performing these duties while advancing Campus Living and Learning's mission to create diverse residential environments that support learning and faith development through relationally driven communities. This position would lead several large recruitment and training committees for the department, and hold functional supervision of Residence Hall Director participation on said committees. This position would advise two key student organizations housed within CL&L. The successful candidate will also collaborate with departmental and divisional colleagues, as well as academic partners.
| Description | Pct. of Time |
| Lead training and development efforts for Community Leaders and other undergraduate CL&L staff, including leadership of staff training committee and participation in CL Class committee, which designs 3-credit hour leadership course for prospective Community Leaders. | 30% |
| Lead recruitment and selection efforts for all undergraduate CL&L staff, including leadership of staff recruitment and selection committee, ongoing marketing campaigns and departmental communication, etc. | 25% |
| Advise two student organizations: Residence Hall Association and National Residence Hall Honorary. Provide continuous oversight during academic year; advise group travel and attend regional and national conferences with representative student group, including national conference held each summer. | 25% |
| Support departmental efforts in research and planning for a Second-Year Living Requirement/Second-Year Experience within CL&L. Work collaboratively with Assistant Directors for Resident Learning to assess best practices at peer institutions, anticipate programmatic needs within CL&L, and develop recommendations toward development of larger CLL two-year living requirement and Baylor SYE. | 20% |
| Total | 100% |
Functional Skills
Planning
Develops the steps necessary to accomplish long-term goals. Identifies long and short-term goals and establishes realistic plans to reach them. Allocates required resources, allows for contingencies and ensures that plans fit with the larger needs of the organization. Sets milestones to measure progress along the way. This is distinctly different from individuals who ignore long-term or short-term goals, fail to link their goals to broader initiatives, have not set realistic plans that allow for contingencies, and/or ignore the importance of milestones that could enhance motivation in the pursuit of long-term plans.
Project Management
Manages each stage of a project to ensure that commitments are met in a manner that is timely and within budget. Clearly defines roles and responsibilities, determines necessary resources, and monitors project performance through appropriate systems and procedures. This is distinctly different from individuals who fail to assess and define roles needed to complete a project, do not secure adequate resources, do not monitor ongoing progress or spend too much time on one project and not enough on each of multiple projects.
People Management
Building Team Environment
Establishes an environment that creates incentives for, and eliminates barriers to, a team environment. For example, articulates common goals, communicates how individual roles contribute to team success, provides both clear direction and sufficient resources while removing or reducing obstacles to team success. This contrasts with those who reward competitive behavior within the team, fail to connect individual roles to team goals, talk/write about the importance of teamwork without providing adequate resources or fail to play a key role in neutralizing any other obstacles to team success.
Defining Roles and Responsibilities
Takes action required to ensure that employees understand their roles and responsibilities and that these are carried out as expected. This includes putting these expectations in writing, having two-way conversations to verify understanding and monitoring actual performance to ensure that roles and responsibilities are carried out. This compares with those who leave expectations vague or unstated, fail to ensure understanding or refrain from taking steps to ensure that expectations are actually being met.
Training and Development
Ensures that staff members get a sufficient amount of orientation, training and developmental opportunities to maximize their chances of being successful in their assignments. Views training and development as an investment in employees and uses mentoring, cross- functional assignments, job rotation or other on-the-job learning opportunities to enhance the depth and breadth of skills and experience. Also encourages self-development activities. This is in contrast to those who provide little or no orientation to the organization, view training as an expense and something to be rationed on a selective basis, and tend to focus almost entirely on today's needs and demands instead of ensuring that employees are being prepared for tomorrow's challenges.
Managing and Evaluating Performance
Ensures that performance appraisals are fair, objective and timely. When rating performance, considers each employee's role and experience along with any circumstances that affected performance. Rates on the basis of fair and realistic expectations regarding both results expected and competencies demonstrated. Understands the competencies required by those being assessed and can describe gaps in a clear and effective manner. Ensures that feedback is ongoing and that appraisal documentation is submitted for review on time. This compares favorably to being unclear or unrealistic, failing to provide ongoing feedback, being unable to explain the connection between competencies and results, demonstrating bias in ratings or written documentation, or failing to complete documentation or meetings in a timely manner.
Personal Attribute
Creativity
Applies creativity and originality in the work setting, when appropriate. Suggests or applies new ways of addressing ongoing work issues and challenges. Sees possibilities that others have not yet seen, or combines ideas and approaches suggested by others in a unique manner that results in breakthroughs and improvements. Understands when to be creative and when to stick with what exists now. This behavior contrasts with those who tend to focus exclusively on how things have been or how they are now and who tend to stick with traditional ways of doing things.
Strategic Skills
Building Organizational Commitment
Demonstrates commitment, loyalty and appreciation for the organization. Conveys a high level of concern for the well-being of all employees, helping to ensure that both their needs and those of the organization are met. Consistently speaks highly of the organization, its employees and its mission. This is in distinct contrast to individuals who communicate a lack of pride or confidence in the organization, a lack of concern for the work/life balance of any of its employees, or a lack of loyalty or commitment to the continued success of the organization.
Instructions and guidelines define overall goals and priorities under limited supervision. This position may have the authority to commit the employer in matters that have financial impact. Advanced knowledge is required in planning and completing assignments, resolving conflicts and coordinating work with others. This position has the authority to make decisions without direction from supervisor
This position is recognized as a Campus Security Authority (CSA) at Baylor.
For more details about the CSA role and responsibilities, please visit
https://www.baylor.edu/risk/index.php?id=958570.
Master's Degree
Master's Degree
Student Affairs or related field
1 year
3 years
Preference given to experience in a university or campus housing setting
| Student Workers | 0.50 |
Frequently supervises 10 or less staff members and / or student workers.
Plans, assigns, directs and coordinates work of others; ensure that the group's work is completed within budget. Counsel subordinates on improving work quality.
| Requirement/Condition | Frequency |
| Work performed in a normal office environment. | Constant |
| Work performed in an environment requiring exposure to weather extremes. | Never |
| Work performed in an environment requiring exposure to fumes, odors and noise. | Never |
| Requirement/Condition | Frequency |
| Physical effort with some handling of light weight such as supplies or materials (0 to 15 lbs). | Occasional |
| Physical efforts including standing, lifting and carrying light to moderately heavy materials or equipment. (15 to 50 lbs). | Occasional |
| Physical effort such as pushing, pulling, bending, lifting, and carrying heavy objects (50 + lbs). | Never |
| Requirement/Condition | Frequency |
| Demands require close visual attention. | Frequent |
| Demands require prolonged mental concentration. | Constant |
| Requirement/Condition | Frequency |
| Exposure to hazards that may result in some injury, lost time, or threat to one's personal health. | Never |
| Exposure to job hazards that may result in injury, lost time, total disability or death. | Never |
Last Modified:
3/26/2019 4:51:33 PM